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8.3.1 - ADDENDUM
In the case of partial-stipend
Rector/Vicar, all sections of the Covenant of Ministry
for Rector/Vicar are to be completed as described above.The
following document is to be appended to the Covenant
of Ministry.
1.The position shall be known as _________________________.
2.Full-stipendiary work is understood to occupy
about 40 hours per week; therefore, this partial-stipend
position will normally occupy ________ hours per week.
3.The Vestry/BAC will have clear goals about
the partial-stipend position; that is, whether to remain
in the same partial-stipend position in the future, or
to reduce or increase the hours of this arrangement.
4.Certain seasons require more time. Pastoral
emergencies do not wait for specific hours.When
a priest devotes more time, he/she will take compensatory
time off as soon as possible, without salary compensation.
5. The Vestry/BAC will follow diocesan guidelines as
to financial compensation.They
will offer the Rector/Vicar the appropriate percentage
of the full Salary, Housing, Utilities (SHU) Package.The
Vestry/BAC may increase this amount if they choose.The
Rector/Vicar and Vestry/BAC will negotiate the SHU for
the next year by the November meeting of Vestry/BAC.
6.The Vestry/BAC will provide full medical coverage
for the Rector/Vicar and his/her family, full life insurance
through the available diocesan policies, travel allowance
and continuing education allowance, the extent of which
will be negotiated by the Rector/Vicar and Vestry/BAC.
7. The Vestry/BAC is responsible for interpreting to
the members of the congregation the status of the partial-stipend
Rector/Vicar, constantly reminding them of the partial
nature of this position as contrasted with a full stipend
position.
8. The Vestry/BAC is to be assertive in seeing that
work formerly done by a full stipend Rector/Vicar is
done by appropriate lay people.In
addition to administrative duties, such work might include
pastoral care, teaching, visiting, or sacramental ministries..
A compensation policy for full stipendiary
clergy in the diocese was established by Diocesan Convention
in 1983, revised in 1985, and again in January 1991. The
objectives of the policy are to provide guidance to the congregations
and clergy to establish fair and appropriate compensation throughout
the diocese using criteria which recognizes differences in
the complexities of the job of a priest in charge of both small
and large congregations, and the norms of the Episcopal Church. The
policy provides for annual mutual ministry review, Covenants
of Ministry setting forth expectations of both clergy and congregation,
and a method of placing congregations in ranges of administrative
complexity.
The policy requires that a cash stipend be provided
by the congregation in an amount equal to or greater than that
listed in the Stipend-Housing-Utilities (SHU) Range Structure
authorized by Diocesan Convention and updated annually dy the
diocesan Personnel Committee. SHU for partial-stpendiary
clergy shall be calculated by applying their full-time equivalent
(FTE) to the amount scheduled for the position based on the
range and years of experience in the equivalent range. The
nine ranges address a minimum for the transitional diaconate,
six types of congregations, and compensation levels for Suffragan
Bishop (if there is one) and the Diocesan Bishop.
The SHU Range Structure and Administrative
Practices apply to all full time stipendiary clergy in
the Diocese of Oregon.
a)The Stipend, Housing Utilities Package
(SHU) is limited for the purposes of the Range Structure
to stipend, housing and utilities.
b) If church owned housing is provided,
the applied range is reduced 20% plus the amount of any
utilities provided, either in the form of actual costs
paid or in allowances provided.
c) The SHU Range Structure will be adjusted
annually by the Diocesan Personnel Committee in accordance
with the Bureau of Labor Statistics CPI-U, US City Average,
All Items (1982-84=100), but in no case by less than
a 2% increase.
d) It is expected that additional adjustments
of individual SHU's will be considered as a part of the
Mutual Ministry Review process.
Covenants of Ministry
a) Covenants of Ministry for full stipendiary
clergy will follow a general format as provided by the
diocesan Personnel Committee (see section 8.3.1), will
be revised annually, and will include the agreed SHU
for the coming year. A copy of the agreement shall
be on file in the Bishop's Office.
b) Covenants of Ministry must be approveds
by the Bishop or the Bishop's representative before the
announcement of a call. Copies should be sent to
te Bishop's Office.
c) It is expected that any adjustments
of individual SHU's will be considered annually.
Diocesan Standard
a) Diocesan Standard for each classification
is defined as SHU for a full stipendiary priest with
ten years service in that range in the diocese. Years
of service less than ten have an SHU that is 2% less
for each year so that the standard entry is 80% of
SHU for year 10. Years of service more thasn
ten have an SHU that is 2% more for each year.
Starting number
of years in range is determined as part of negotiations
between clergy and Vestry and is included in the Covenant
of Ministry for approval by the Bishop.
b) SHU for ffull stipendiary clergy
shall be no less than the canonical minimum (Canon
6.10, Sec. 4 - mimimum for full time Priests or Deacons)
which is established by Convention as 80% of the Range
B Standard.
c) If circumstances require a SHU less
than 80% of the Standard for the applicable range,
a specific plan to reach the 80% level in no more
than three (3) years must be outlined in the Covenant
of Ministry.
d) SHU for clergy with five or more
years experience in the same range or congregation
must be no less than 90% of the Standard for
that range.
e) SHU for clergy with ten or more
years experience in the same range or congregation
must be no less than 100% of the Standard for
that range.
f) SHU for clergy with ten or more
years experience in the ordained ministry must be no
less than the Standard for range B.
g) SHU for a full stipendiary assistant
clergy is in accord with range B.
h) SHU for
Mission Clergy is in accordance with the administrative
practices of the Ministry of Congregational Development,
and SHU for a Vicar may not exceed 100% of the Standard for
range B if an SHU subsidy is provided.
Starting SHU for a priest called from
another Diocese is determined from the SHU Range for
the Congregation issuing the call, then by negotiation
between the Vestry and priest. Reference to the check
list in the Operations Resource Manual (ORM) Search Process section
5.1.2 may be helpful. The negotiated SHU and process
is subject to review by the Bishop.
When a priest in this Diocese is called
to a parish in the next higher range, the priest
will receive a compensation increase related to his/her
position in the former range, i.e., the minimum increase
is 10% if the former SHU is below the Standard (mid-point),
7% if above the Standard. In no case will the new SHU
be less than 75% of the Standard of the new range. The
new SHU is subject to review by the Bishop.
When a priest in this Diocese is called
to a parish in the next lower range, the starting
SHU is negotiated (refer to Section
5.1.2 in the ORM) between the Vestry and the priest,
but never less than the Standard (midpoint) of
the new range. The negotiated SHU and process is subject
to review by the Bishop.
When a priest in this Diocese is called
to a parish which is more than one range higher
or lower than the current parish, the starting SHU will
be determined as in (5) above...priest from another Diocese.
When a priest in this Diocese is called
from a mission, to a parish, the starting SHU will be
determined as in (5) above, (priest from another Diocese),
but never less than the Standard (midpoint) of range
B.
When a priest in this Diocese remains
in a parish which grows to a higher range, the
parish must qualify for the higher range for one year
as reflected in the parochial report for the following
year. The priest receives an SHU increase related to
his/her position in the former range (10% if below Standard
or 7% if above Standard), but in no case less than 75%
of Standard of the new range.
When a priest in this Diocese remains
in a parish which drops to a lower range, there
will be no immediate change in SHU. If, however, the
parish remains in the lower range after one year, the
reduced range impacts on the SHU will be dealt with through
a Mutual Ministry evaluation, with the assistance of
a consultant appointed by the Bishop. SHU re-negotiation
with a less than full stipend ministry may be indicated.
(see Aided Parishes, Sec. 3.3.2)
Part-stipend clergy. SHU for part-time clergy
shall be calculated by applying their full-time equivalent
(FTE) to the amount scheduled for the position based on
range and years of experience in the equivalent range.
The
church congregational range system utilizes data from the Parochial
Report in its formula. The Parochial Report format changed
in 1999. These changes caused a few churches to fall in
new ranges in 2000 compared to prior years.
The items used from the Parochial Report are as follows.
The Congregation Rankings Chart uses the result of the following
fomula to indicate the relative range positions of all the churches
in the diocese.
25% of the average attendance at Sunday
services. (Page 2 line 6 of Parochial Report)
25% of the number of pledging units. (Page
3 line 1 of Parochial Report)
50% of the sum of Parochial Report items
#10, #11, subtotal E, #16 and #17 divided by 1000.
. [(#10+#11+stE+#16+#17)÷2]
1000
8.3.7 Continuing Education Allowance
Diocesan minimum for Continuing Education Allowance $400 per
year
8.3.8 Supply Clergy Compensation
The recommended Diocesan minimum standard for Supply Clergy
Compensation as applied on March 1, 2001 is as follows:
Holy Eucharist (with or without sermon) $100
For each additional service on the same day add $25.
8.3.9 Standard Diocesan Mileage Allowance
It is customary to reimburse for transportation costs.
The standard diocesan rate is the rate allowable by the IRS.
Please check with the IRS as this rate changes frequently. The
rate established for 2008 is $0.505 per mile;
and 0.14 cents a mile for non employees, when giving services
to a charitable organization.